Employer branding

Employer branding

We all hear, read and see advertisements from companies in media (all types) which are conceived and delivererd by the marketing teams. But I wonder, how many recruitment organizations (I prefer to call it an organization instead of department) within the companies, understand and support the marketing department in its marketing initiatives. In the war for talent, which again is an area that all marketing depts need to focus on directly, during their promotional efforts, recruiting organizations though realizing do not act upon sustaining or building upon it.

I will not go about detailing what they have to do but will share some ways of doing things in the right manner which I have come across some of the shortfalls,

Most important thing - please understand that all candidates are human beings and everyone of them have feelings / emotions / traits like us.

1. Some recruiters are not aware of the strong points / selling points (USP) of their own companies and the project / team that they are hiring for. The business / hiring managers, would be benefitted by sparing sometime with recruiters in detailing and selling their work / project / technology / team, etc to the recruiters, who would be able to do the same with all candidates.

2. Recruiters should not differentiate with candidates to sell their companies / positions, they should do it with all the candidates whoever have applied. This would help in spreading the good word of mouth.

3. The hiring manager would be greatly benefited by sharing a detailed job description with the recruiters and explaining to them the mandatory and desired skills clearly. A candidate is not a Java / C++ with Unix with 3 years of experience. If possible communicate about the soft side / non-technical requirement
from the candidate.

4. Please be punctual for the interviews. It does not show good on the organization's part where a HR / panel is late for the discussions. Understand that time is valuable for a candidate too.

5. Basic courtesy of enquiring and offering water / coffee or tea for the candidates who come to your office for interviews. How do you expect to see loyalty from a person for a long term, to whom we do not extend even the basic courtesy / comfortness in the initial stages?

6. The front office / reception people need to be trained to handle candidates who walk-in for interviews and their queries in a pleasing manner and not treat candidates like someone who has come to rob your organization. The same applies to the security guards at the gates, candidates are not there to bomb your facility....

7. When you have a walk-in event, do not treat candidates like a herd of sheep. They are there because you wanted them to come there for an interview. You want to them to spread a good word about your way of handling the walk-in event and not run away from that. I know of an organization which carries a very bad reputation for handling events and they have understood the seriousness of this after they got hit badly..

8. Do not abuse candidates, in case they do not get your instructions the first time. Do not snub them in front of other candidates or laugh at them.

9. While waiting for the interview to happen, make the time worth it for the candidates. Educate the candidates about your organization, the work you do, the opportunities available, etc. You might have actually sold 50% before the candidate meets the panel for discussions.

10. Remember that the first impression might not always be the last impression, but it does leave a deep impression.

11. The interviewer / panel need to be educated / trained about the etiquettes of taking an interview. I have come across many who interview to reject, but it would be wise and fruitful, if you interview to select. Do not snub / belittle the candidate if they do not convey the required / correct answer, help them understand with the correct answer.

12. Candidates would be greatful, if you clearly and immediately convey the outcome of the result instead of the ususal "Will get back to you" phrase. It does a lot of good to do this right after the interview decision is taken.

13. Share some material / document which a candidate can carry back with them after they finish the interview, which would help in spreading the awareness / information amongst his friends / colleagues.

14. Thank the candidate for his time and efforts in attending the interview. Do send out a mail if possible to inform him of his outcome of his interview and if possible, please let it be a personal mail and not an automated one.

Some of the points which I have come across during my tenure, which I feel would help a little bit in increasing the ratio of the offer to joinee ratio and also spread the good word of mouth amongst the candidate community. Please feel free to share your thoughts and inputs.....